Role Overview:

We are looking for a seasoned AVP/VP - Business HR to partner closely with the Chief Business Officer and business leadership team in driving the people agenda. The role will have a strong focus on Employee Engagement, Retention, Performance Management, and building a high-performance culture.

The ideal candidate will be a strategic HR leader with strong business acumen, proven experience in managing large employee populations, and the ability to translate business priorities into effective people strategies.

Key Responsibilities:

1. Business HR / HRBP Leadership:

- Act as a strategic HR partner to the CBO and business leadership team.

- Align people strategy with business objectives, growth plans, and organizational priorities.

- Provide insights and recommendations on organization structure, workforce planning, talent, and people-related challenges.

- Partner with business leaders to build a high-performance and accountable culture.

2. Employee Engagement:

- Own and drive the overall employee engagement strategy across the business.

- Design and implement engagement initiatives based on employee feedback, surveys, and business requirements.

- Drive employee listening mechanisms, engagement surveys, action planning, and leadership connect programs.

- Strengthen communication, recognition, rewards, and employee experience initiatives.

- Track engagement metrics and continuously improve engagement programs.

3. Retention & Talent Management:

- Develop and execute strategies to improve employee retention, particularly for critical and high-performing talent.

- Identify key attrition drivers and work with business leaders to develop targeted retention interventions.

- Drive talent reviews, succession planning, career development, and internal mobility initiatives.

- Identify high-potential employees and create appropriate development plans.

- Partner with leadership on critical talent and succession decisions.

4. Performance Management:

- Own and strengthen the organization's performance management framework.

- Drive goal-setting, performance reviews, calibration, and performance improvement processes.

- Partner with business leaders to establish clear and measurable KRAs/KPIs.

- Build a strong performance-oriented culture with differentiated performance outcomes.

- Identify underperformance and support managers in implementing effective performance improvement plans.

5. Organization & People Development:

- Drive organization development initiatives aligned with business growth.

- Identify capability gaps and partner with L&D teams to develop relevant interventions.

- Support leadership development and succession planning for critical roles.

- Facilitate organizational change and transformation initiatives.

6. Employee Relations & HR Governance:

- Partner with business leaders to resolve employee relations and people-related concerns.

- Ensure consistent implementation of HR policies and processes.

- Maintain strong governance around employee lifecycle, performance, engagement, and retention.

- Provide timely people analytics and insights to senior leadership.

7. HR Analytics & Business Insights:

- Establish and monitor key people metrics including attrition, engagement, performance, productivity, internal mobility, and talent health.

- Use data and analytics to identify trends and recommend actionable interventions.

- Present regular people dashboards and insights to the CBO and leadership team.

Key Requirements:

- 10 - 15 years of experience in Business HR / HRBP roles, preferably in a high-growth or business-driven organization.

- Proven experience partnering with CXO / Business Leadership teams.

- Strong expertise in Employee Engagement, Retention, Performance Management, Talent Management, and HR Strategy.

- Experience managing HR for large teams/business units.

- Strong understanding of people analytics and data-driven HR practices.

- Excellent stakeholder management, influencing, and communication skills.

- Strong business acumen with the ability to understand commercial and operational priorities.

- Demonstrated ability to build high-performance cultures and drive organizational change.

- Experience in leading and mentoring HRBP / Business HR teams will be preferred.

Key Success Metrics:

- Employee engagement scores.

- Voluntary and regrettable attrition.

- Retention of critical/high-potential talent.

- Performance management effectiveness and completion.

- Goal/KRA alignment across business.

- Internal mobility and succession readiness.

- Employee productivity and workforce effectiveness.

- Leadership and employee satisfaction.

- Successful execution of people initiatives aligned with business goals.